You Decide


Constructive Discharge:

When an employer creates working conditions that are so difficult, unpleasant, or intolerable (from discrimination) that a reasonable person would feel compelled to resign. (http://www.eeoc.gov/federal/directives/md110/appendixc.html).   

 


  1. • Original claims of harassment, discrimination, and retaliation

    (i.e. if the USDA Agricultural Research Service had followed U.S. Civil Rights laws, the unlawful activities would have been

             stopped in 2008, rather than persisting into August 2010)


  1. • More unlawful harassment, discrimination, and retaliation

    (i.e. if the USDA Agricultural Research Service had followed U.S. Civil Rights laws in 2007 when the unlawful activities were brought to

             their attention, these further incidences of harassment, discrimination, and retaliation would not have occurred)


  1. • Injunctive Relief request filed with EEOC in December 2009, to halt unlawful retaliation

      (The EEOC judge received the motion for injunctive relief through certified mail, but never responded)


  1. • Continuing harassment, discrimination, and retaliation in 2010

    (i.e. if the USDA actually supported equal employment rights for women research scientists in Alaska, the unlawful activities would

             have been stopped in 2008, rather than persisting into August 2010)


  1. •  EEOC-mediated settlement requests prepared for August 2010 meeting with USDA

      (where their concept of “Make Whole” relief translated to about five-cents on the dollar for my losses)  

     

  1. • Justifying unemployment insurance after “voluntarily” resigning from ARS in August 2010

      (because employees who quit their jobs are not entitled to unemployment benefits unless they can show constructive discharge)